Many researches have been done in the United States of America to identify the causes that cause truck driver intention-to-quit the job in order to control the turnover rate. According to the research done by Lemay et al (2013), factors such as company’s reputation, compensation, time home, safety and etc are generally the causes that cause truck driver to quit their job (Lemay, Johnson, Williams, & Garver, 2013).
These researches are only conducted in the United States of America, thus research shall also be conducted in Malaysia in order to identify the true causes that affect truck driver intention-to-quit from the trucking industry.
Problem statement 问题陈述
Low labor turnover rate basically is one of the major objectives that tend to be achieved by the human resources department of the company. This is because low labor turnover rate tends to bring more benefits to the company than high labor turnover rate. With low labor turnover rate, company can achieve higher profit than those companies that have high labor turnover because they spend less to recruit and train the employees in order to make sure that their practices are complied with the rules and regulations stipulated by the management (Kokemuller, n.d.). Besides this, low labor turnover rate also induce higher efficiency because employees are get used to the practices of the company and customers’ requirement. Low labor turnover rate also helps the company in fully utilizing the assets that already available. In the case of trucking industry, low labor turnover helps company to utilize the trucks and trailers that previously purchased for provide trucking services to the customers.
However, in recent years, the number of vacancies for trucking industry has been increasing significantly. According to the Labor and Human Resources Statistics Malaysia 2012, vacancies reported to the Labor Department for transportation industry has been increasing for three consecutive years from 2010 to 2012, from three thousand two hundred and eighty three vacancies to eleven thousand one hundred and eighty four vacancies (Ministry of Human Resources, 2012). This phenomenon becomes more serious because of the greater truck driver intention-to-quit that subsequently increase the driver turnover rate. With greater truck driver intention-to-quit, shortage of truck driver becomes a serious issue because it affects the productivity of the logistics company especially those companies that primarily focus on providing haulage service. Besides this, it also affects the profitability of the company due to the high hiring cost that covers the cost of recruitment, cost of training and etc. Customer retention will also be affected by the high labor turnover due to the inability of the company to fulfill the customers’ requirement.
Without investigation taken to identify the factors that related to driver intention-to-quit the job, logistics companies especially those that primarily focus on providing haulage service will continue to suffer the cons that brought by the high driver turnover. Thus, there is a need for investigate the true factors that arise the truck driver intention-to-quit the job in order to reduce the disadvantages brought by high driver turnover.(责任编辑：BUG)